Personal Expectations And Definitions Of Success - 3135 Words

Emily R. Berman Sociology 220 Professor Waren 11/01/14 Success: Gendered Expectations and Definitions Oscar Wilde once said, Success is a science; if you have the conditions, you get the result. I propose to study the science of success in that I further study the definitions of success by gender. It is an in-depth study of success itself and what drives men and women to their successes and how they have succeeded. The value of this research is that it will show how people think of success without researcher bias, and it will demonstrate similarities and differences in the definition of success between men and women, and therefore their motivations in achieving success. It will show how companies, organizations, institutions, and structures (family, etc.) assist or inhibit the pursuit of success. Various companies, institutions, organizations and social structures can use this information about success. By examining how men and women were successful in their careers, and what drove them to success, people can use this research to teach workers, students, families, and individuals to emulate these behaviors/success criteria. Literature Review Many researchers have studied success in many various formats. They have researched success through careers, financial/economics, education, religion and well-being. This is an account of five sources and their research findings across each of these categories. Heilman,Wallen, Fuchs and Tamkins researchedShow MoreRelatedThe Management Of Performance Management Essay1199 Words   |  5 PagesThere seem to be a multitude of definitions for Performance Management. Here are several of these definitions: â€Å"Performance management is a process by which managers and employees work together to plan, monitor and review an employee’s work objectives and overall contribution to the organization. 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Therefore, academic motivation is anRead MoreHomework Assignment : Learning Plan1268 Words   |  6 Pagesimportant document containing key goals, expectations, self-reflections on strengths and weaknesses, my outlook on success and failure; and ultimately, how I deal with disappointment. By developing my Learning Plan, I will create a roadmap to my success in Bus4053. 1. The following are two or three personal goals for the course/semester. Why? Creating and setting personal goals can help my personal development. For the first semester, I have two personal goals: academic soundness and developingRead MoreCareer Development Plan Part Iii Essay1061 Words   |  5 Pagesinitiative. Weekly team meetings will be held to ensure the sales team stays on track with the goals of the organization, as well as those of the team. Each member of the team will meet with his or her manager on an individual basis to establish personal career goals. 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This means that customer care and satisfaction pays a large part in the success of Fitness First. â€Å"None of our worldwide success as a gym, fitness and health club would be possible without our fantastic Fitness First management and executive st aff, gym instructors, fitness instructors and personal trainers.† (www.fitnessfirst.co.uk, 2009) Fitness First’s objectives are customer orientated, they state that their main objectives isRead MoreLeadership Theories And Philosophies Of Case, Kouzes, And Drucker1689 Words   |  7 PagesCase, Kouzes, and Drucker including how their principles/strategies relate to the new definition of entrepreneurial leadership. I will discuss my leadership style and how it compares to the leadership theories discussed. In addition, I will discuss how as a new entrepreneur I would use the resources available through the U.S. Small Business Administration and SCORE. 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Murphy’s definition of leadership stems around the idea that leadership is situational, in which the leader, follower, and situation are all influenced by the other, and that through this interaction and relationships, a leader emerges and leads towards the achievement of a goal (Murphy, 1941). Bass suggests that leadership is more clearly decided by physiological characteristicsRead More Money and Success, Who Wins Essay example964 Words   |  4 Pages nbsp;nbsp;nbsp;nbsp;nbsp;Great Expectations is the story of a young boy. He is quite poor, but as the tale moves on, he falls in love with a rich and spoiled girl. Despite her cruel ways, he devotes the rest of his life to winning her over. He aspires to become a gentleman with the aid of bundles of money that he inherits and sees this as the only way out of the common life he is leading. The boy connects success and happiness solely with money and possessions. Unfortunately, the association

Analysis Of Virginia Woolfs Mrs. Dalloway - 1756 Words

It is itself doubtable that Virginia Woolf’s 1925 novel Mrs. Dalloway would or even could exist, as we know it today, without T.S. Eliot’s 1922 poem The Waste Land – but what’s near-certain to me now is that Woolf may not have ever even written the character of Septimus Warren Smith, had she not read Eliot’s poem first. Moreover, after going back and reviewing both of these works, the presence of The Waste Land in Septimus, and of Septimus in The Waste Land, are intensely palpable, if not completely overwhelming. Radical an interpretation as it may be, I can’t help but now see Eliot’s poem as being something Septimus himself could have written, including and especially the portion entitled â€Å"Death by Water.† In fact, I’d contend that one†¦show more content†¦But something so easily discernible cannot be satisfying, neither to write nor to read, and I myself am thoroughly unfulfilled by that analysis alone. Wh at’s more important is the speaker, and his ostensible state of mind herein: this is clearly someone who is as well-versed in the world as he is exhausted by it, a sort of misanthropic malaise eerily like that of Septimus in Mrs. Dalloway. Had I read Woolf first and then dived into Eliot, actively looking for an area where Septimus’ perspective seems to shine through most vividly, the strongest candidate would be within Part IV, entitled â€Å"Death by Water.† In its entirety, the brief section reads: Phlebas the Phoenician, a fortnight dead, Forgot the cry of gulls, and the deep sea swell And the profit and loss. A current under sea Picked his bones in whispers. As he rose and fell He passed the stages of his age and youth Entering the whirlpool. Gentile or Jew O you who turn the wheel and look to windward, Consider Phlebas, who was once handsome and tall as you. (The Waste Land IV.312-321) Taken at face value alone, this notoriously indecipherable penultima te portion of the poem tells of the recurrent character PhlebasShow MoreRelatedAnalysis Of Virginia Woolfs Mrs. Dalloway1131 Words   |  5 PagesI, highlights the ineffable aspect of the war even for the most skilled authors, saying that: reviewing a novel in 1917, Virginia Woolf suggested that the War was towering too closely and tremendously to be worked into fiction yet†¦ (Tylee, 154). Regardless of this, Virginia Woolf was able to successfully portray individual aspects of the war through her novel Mrs. Dalloway, using a variety of stories to historicize this catastrophic event. One lens in particular, the love story, provides an importantRead More An Analysis of Virginia Woolfs Mrs. Dalloway Essay examples3326 Words   |  14 PagesAn Analysis of Virginia Woolfs Mrs. Dalloway Somewhere within the narrative of Mrs. Dalloway, there seems to lie what could be understood as a restatement - or, perhaps, a working out of - the essentially simple, key theme or motif found in Woolfs famous feminist essay A Room of Ones Own. Mrs. Dalloway does in fact possess a room of her own - and enjoys an income (or the use of an income) that is at least five hundred a year - (Room: 164). But most importantly, Clarissa Dalloway alsoRead More Feminism and Insanity in Virginia Woolfs Work Essay examples1105 Words   |  5 Pagesin Virginia Woolfs Work The critical discussion revolving around the presence of mystical elements in Virginia Woolfs work is sparse. Yet it seems to revolve rather neatly around two poles. The first being a preoccupation with the notion of madness and insanity in Woolfs work and the second focuses on the political ramifications of mystical encounters. More specifically, Woolfs mysticism reflects on her feminist ideals and notions. Even though she ultimately associates Woolfs brandRead MoreMrs. Dalloway, by Virginia Woolf1696 Words   |  7 PagesIn the novel Mrs. Dalloway, by Virginia Woolf, the author uses narrative techniques of stream of consciousness and interior monologue in order to depict the workings of an â€Å"ordinary† or normal mind in narrative form. She also rejects the conventional structure of ‘chapters’ in order to give an â€Å"ordinary† portrayal of the mind. This essay will firstly contextualise the extract for analysis, namely the opening scene in the novel. This will be followed by defining the narrative techniques that is depictedRead MoreEssay on The Hours by Michael Cunningham1456 Words   |  6 PagesAbsences in The Hours.† My aim, however, is not to say that Michael Cunningham’s The Hours is strictly a queer novel, but to highlight what makes the novel queer and to discuss Cunningham’s idea of sexual orientation as a fluid entity. To begin my analysis on the queer narrative in The Hours, we must fist discover what makes a queer narrative. Marilyn Farwell discusses what makes a lesbian narrative in her book Heterosexual Plots and Lesbian Narratives: â€Å"Does the text have a political purpose? CanRead MoreAnalysis of Mrs. Dalloway by Ââ€" Virginia Woolf Essay1460 Words   |  6 PagesAnalysis of Mrs. Dalloway by Ââ€" Virginia Woolf Mrs. Dalloway, published in 1925, is a romantic drama with deep psychological approaching in to the world of urban English society in the summer of 1923, five years after the end of World War I. The book begins in the morning with the arrangements for a party Clarissa Dalloway will give and it ends late in the evening when the guests are all leaving. There are many flashbacks to tell us the past of each character, but it does not leave the range ofRead MoreThe Hours - Film Analysis12007 Words   |  49 PagesThe Suicide of the Author and his Reincarnation in the Reader: Intertextuality in The Hours by Michael Cunningham Andrea Wild In his novel The Hours, Michael Cunningham weaves a dazzling fabric of intertextual references to Virginia Woolfs works as well as to her biography. In this essay, I shall partly yield to the academic itch to tease out the manifold and sophisticated allusions to the numerous intertexts. My aim, however, is not to point out every single reference to Woolf and her works--suchRead MoreMrs Dalloway1427 Words   |  6 PagesAnalysis of Mrs. Dalloway Ââ€" Virginia Woolf Mrs. Dalloway, published in 1925, is a romantic drama with deep psychological approaching in to the world of urban English society in the summer of 1923, five years after the end of World War I. The book begins in the morning with the arrangements for a party Clarissa Dalloway will give and it ends late in the evening when the guests are all leaving. There are many flashbacks to tell us the past of each character, but it does not leave the range of thoseRead More Society, Class, and Conflict the Social Criticism of Virginia Woolf1936 Words   |  8 PagesVirginia Woolf offers interesting analysis of social pressure and social class in Mrs. Dalloway and The Years. Understanding Woolf’s message about society demands a certain amount of sensitivity and decoding on behalf of her reader. Her social criticism in both texts can be easily overlooked because she keeps it subtle and implicit, hidden in the patterns and courses of her characters’ trains of thoughts. Yet upon such close reading, the essential importance of conflict between the individual andRead MoreEssay on Virginia Woolfs Mrs. Dalloway1927 Words   |  8 Pagesof a window. The book Mrs. Dallowayâ€⠄¢s Theme is to show proper balance in the lives of all characters because Mrs. Dalloway, who chooses a life of safety with Richard, Septimus couldn’t keep stability in his life, and lady burton wants to enforce balance by sending people to Canada. Raised by a privileged English household in 1882, writer Virginia Woolf had freethinking parents (Adeline). Born Kensington, London, England, United Kingdom, January 25, 1882 as Adeline Virginia Stephen never married;

Secularisation Free Essays

Rationalization shows that religions are based on a ‘leap of faith’ rather than proof or evidence, while Weber argued that following a growth in disenchantment in an increasingly rational society, discrimination, the process by which sacred and supernatural forces are no longer seen as controlling the world and religious ideas, beliefs and institutions, would occur. It is also suggested by sociologists, like Heals et al. In their Kendal study, that the holistic milieu and increased participation in Norms and New-Age spirituality is evidence of a reconciliation of society. We will write a custom essay sample on Secularisation or any similar topic only for you Order Now However, critics argue hat actual numbers are a small proportion of the population and that such groups still only have a marginal position in society. Bryan Wilson argues that Norms are almost irrelevant to society, with Peter Berger describing them as ‘islands in a secular sea’. The Kendal study would seem to support this with only 2% of the population engaged in New-Age activities and only half of these individuals viewing their activities as spiritual. This supports Brace’s view that the rise of New Age is not a threat to secularists. Where religious pluralism, is concerned there is no longer a single religious voice or message. Instead there is a fragmentation, which Steve Bruce describes as a decline in ‘strong religion’ with religiosity becoming now a matter for personal choice from ‘weak religions’. Critics argue that this is not necessarily the case. An example would be Northern Ireland, where there is a marked division between Protestants and Roman Catholics, yet religious belief remains strong. Disengagement could be the way established religions have lost influence and withdrawn from wider society. This is reflected in the way that established religions have lost political and social influence. Former Archbishop of Canterbury, George Carrey, described the Church of England in 1991 as like ‘an elderly lady, muttering away to herself ignored by most people’. Here the head of the Church seems to accept that disengagement has taken place compared with the historical past when the Church was at the heart of politics, the civil service, education, the arts etc. Although there has been a spectacular 50% fall in attendance in traditional Christian religions between 1979 and 2005, declining participation statistics, while apparently supporting secularists, do not necessarily prove it because they take no account Of people’s beliefs. It would seem that religion has shifted from the public to the private realm, summed up in Grace Davies phrase ‘believing not belonging. Other factors to bear in mind are the growth in ethnic religions, Norms and engagement with New-Age spirituality. Another thing to consider with statistics is that those from the past cannot always be considered reliable. In addition, membership criteria can change over time, just as the motives and meanings behind participation can change. Finally, religious participation does not in itself guarantee religiousness. In the past in the UK, ND currently in small-town USA, attendance may be more to do with respectability. Many parents attend church in the UK today simply in order to send their children to faith schools. Postmodernists have an ambivalent view of religion. On the one hand, they see the major established religions as in decline along with their meta-narratives. On the other hand, they see a role for individuals seeking individual spirituality to give meaning in an increasingly shallow society that lacks any depth. Augment Banyan argues that the days of universal truths disappeared with the progression from a modern society to a postmodern society. He sees society as increasingly individualistic and fragmented in which people are searching for some form of spirituality. However, in this climate of ‘pick and mix’, people can and do change their mind and beliefs, creating religious pluralism. Therefore the growth of the ‘holistic milieu’ and New-Age spirituality reflects the individualism associated with postmodernism. People operating as ‘spiritual shoppers’ search for individual meaning and seek new and different forms of spirituality, rather than engage in established religions. The global picture of religion is one of contrast between the decline of established religion in most f the developed world and the continued strength of religion generally across the rest of the world. Even in the Western world, there is not a consistent picture of religious decline. How to cite Secularisation, Papers

Appraisal Management Report

Question: Discuss about the Appraisal Management Report. Answer: Introduction: Wellton NHS trust is a medium sized trust based in the Northern Part of England. As part of its responsibility, the trust board sets up the direction of the trust which is led by the Chief Executive Officer. Three departments in the trust; the Medical, Clinical Support and Surgery are all led by the director of services. In the year 2013, the Trust came up with a new performance related pay criteria for its employees, this was part of the trust Agenda for change. Before these changes, employees would automatically receive annual salary increments until the time they would reach the top pay point with regard to their job description. However, the change that was introduced meant that employees would move to the next pay scale depending on how they performed individually. This means that to move to the next pay rate, the individual employee would have to demonstrate that they have reached the required level of performance and delivery and that they were very competent with the knowledge and skills required for the role. Some of the areas in which employees are assessed includes but not limited to; communication skills, personal development, and people development, safety, health and security, quality, diversity and equality. This means that employees need to meet these levels in order to reach the next payment level. Performance Appraisal Issues Soon after implementation of the new way of appraising employees, the management realized performance problems in the departments. For example, there were overbooking of appointments leading to overrunning of clinics. In this regard, patients became frustrated leading to the cancellation of 10% of patient appointments. The top management also received formal complaints from customers as well as informal complaints which were recorded according to the trust complaints policy. In the recent past, Roberts, (2003, 89-98.) affirms that organisation where usually concerned about the orientation and development of their employees. This called for a better way to assess and encourage performance in the organisations. However, modern organisations are now following new ways of working and ensuring that employees perform tasks assigned to them. This enables the organization to stick to their strategic mission and vision(Caramella, 2016). To fulfil this concept of technological revolution in ma nagement, organisations have also realized that there is a lot of importance in performance management (Daley, 2010). Jain Jain, (2014) adds that most organisations have also come to learn the importance of performance appraisal and it has been incorporated in many multinational companies. This is because most of them have implemented systems for performance appraisal with the aim of enhancing productivity in their organization and that of their employees. There are several areas that the importance of performance management measure has been put in place. It is also important that organisations present a true and fair view of the performance appraisal systems to gain the trust of their employees, ensure they remain loyal to the organization and experience job satisfaction(Luo, 2005). These are the main areas of success for any organization. With regard to rational performance measurement, management of any organization will get a lot of employee loyalty. This report thus reviews the effectiveness of the appraisal policy a later provides recommendations for the same. The extent to which performance appraisals might improve the organization For a big organization like the NHS, they will use the knowledge and skills framework (KSF) document to provide the details of the requirements from the employee. This will support the individual in proper learning and reviewing the progress of the holder of that post. The NHS has a standard document thus that will be used to identify the rights of employee to particular benefit with regard to how he or she is able to perform in the organization. The KSF framework contains several bands which will be used to assess employee performance and guide the employer against exploiting employees. In this regard, the work performance appraisal framework is guided. With regard to the report from HR partner Susan Bell observations, it is important for managers to be aware of the importance of appraising their employees from time to time. This will affect their loyalty to work, increase levels of job satisfaction and has a great effect on the growth and success of the organization. This means that as organisations document activities, communicate and describe the job to the employee, they need to be more concerned. About the above issue, it was noticed that changes in job performance led to the negative impact of the job satisfaction and motivation. This was because of the new approaches to performance appraisal that was in introduced(Roberts, 2003). In the end, it led to demoralized employees who lost their loyalty to the organization thus affecting the organizations strategic objectives. The human resource officials also used the performance appraisal technique to determine salary increment for employees in the coming year. They, however, did not factor in another issue that could be used to rate reasons for increment or non-increment as much as performance appraisal can be used to encourage good results for the organization, it can also be used in identifying poor performance, some of which may not necessarily come from the employees but the management of the organization itself. The management needs to remove these hurdles to enable employees to achieve set objectives and aims. Performance appraisal systems can also be used by the organization to identify employees who need some form of guidance and counselling to improve the work performance(Compton, et al., 2014). This is because most organisations believe that performance appraisal is the only good tool that can motivate employees to increase their performance and adhere to the organisation's strategic objectives. Characteristics of Effective and Ineffective Appraisal design An effective performance appraisal design should be able to factor in the following characteristics, failure to which it becomes ineffective and loses the strategic objectives of the organization: Should set working standards: The first characteristics of effective performance appraisal is that it should be able to set appraisal standards. By doing so, employers should be given particular targets in which they are to focus on so that their performance will be measured according to these standards. Communicate organization expectations: The organisations also needs to communicate the said standards to employees the type of standards they expect from employees. This will involve conducting in house training so that employees can know ways that they will be able to achieve this benchmark. It is also important the employees are well aware of standards of performance at all levels and how to meet them(Jain Jain, 2014). This is one of the areas that Wellton NHS Trust might have failed to cover as they implemented the new system of performance appraisal. By educating employees on the required standards, and their main responsibilities on the job they will work according to what is expected of them. Standards also need to be communicated to employees at the beginning of the year so that they know what they should do in future. Measure employee performance: soon after the new standards of appraisal have been communicated to employees, the next step would be to measure the performance of each employee according to the criteria chosen by the Human Resources department. This can be one of the most challenging time for the person evaluating employees. According to Oh Lewis, (2009), measuring of employee performance will go on throughout the year as it deals with the comparison of employee targets from one season to the other. The performance will also be measured in terms of having been able to meet desired results in the organization on ways managers and supervisors make their work operational in all ways. It is very important in this regard that personal grudge does not affect the outcome of the processes or create employee and management conflict. Compare performance and benchmarks: the next step will be for the manager to compare the rate of performance and benchmarks. In this regard, the organization will need to deal with a yardstick and compare each task with the targets that were set. Here the management needs to agree with the supervisor on how this will be measured. While conducting employee performance Caramella, (2016) adds, the management will measure how employees at the trust have been able to achieve organizations goals. It will also highlight some of the employees weakness to know how they can be able to improve in the coming pear. The above four are some of the most important factors in performance appraisal systems. Evaluation: this is the last step and is always done in the last month of the year. This step is most important as it deals with the milestones that compare how each task was done and its achievement. At this, the supervisor will present a report of each employee showing how the employee was able to achieve set targets and the types of divergence that were witnessed in the process. The management will meet to discuss the said benchmarks and decide on whether the employee qualifies for an appraisal or not. In this regard, the employee will also be communicated to, regarding set targets and his achievements. Abdolmohammadi, et al., (2003) adds that this is important as it will be a form of motivation for the employee to perform much better in the coming financial year. Decision Making: this is the last step of the performance appraisal processes. The decisions will be made with regard to the results and should be designed in a manner that it will encourage the employee to improve in areas of weakness, suggest steps like training for those who lag behind. Actions should be corrective and not punitive and promote employee management relationship. Evaluation of components in a High Performance work system The first component of high performance work system is the increased opportunity for employees to participate in decision making processes and be considered as one of the main areas of high performance work systems. Roberts, (2003) adds that this component allows employees to decide on what will affect their immediate environment as in the end this will affect the whole organization. According to integration theory, employee participation is very important as it makes the employee feel appreciated, empowered and motivated to the organization. This is important in establishing a committed workforce. The second component looks at the concept of training. Pesta, et al., (2005) has the idea that when employees are constantly trained they gain the necessary skills specifically customized to meet the objectives of the organization. It is also a greater opportunity for employees to assume the next position in the organization since they become more empowered to do so. Cross-training employees in different skills ensure that employees can take on new roles in the organization. The third component looks at the concept of incentives: While the above elements prepare the employee to take on the task. However, if employees are not given incentives for performing well, then there will be low performance levels, this is why it becomes important for organisations to generate a system of appraisal. Incentives can be in different forms like profit sharing plans, bonuses, pay raises and other employee welfare options like paid holiday, group lunches etc. Integrating appraisal with other management tools and techniques According to Roberts, (2003), performance appraisal should always be viewed as a management process and not creating new standards for the organization. This is because performance appraisal systems provide employees with the opportunity tin improve and improve the effectiveness of the organization. The performance appraisal systems can be used to address the organizations strategic objectives. It discusses the expected outcomes of the organisations and ways in which they can get there. According to the integrated staffing theory, there are two functions that go with performance appraisal; one is the evaluation of staff to the requirements of the job and staff development to improve performance. This means that development of staff and performance appraisal are related. The second area is the performance appraisal helps improve organization culture(Davis, et al., 2016). It looks at the design of work, employee organization and relationships within the organization and the management. Conclusion In conclusion, the Wellton NHS Trust should continue implementing the new performance appraisal systems. However, some of the areas that need improvement in the new system is communication and reporting. They need to find ways to communicate with employees on the new system and report to them about their current performances. Evaluation should be done in regard to set targets. Performance management is thus important in improving the speed at which people do their job. It enable organisations to note areas of improvement and employees are a also able to benefit from training and other personal development skills. According to various models, performance management shows that employees are well taken care of by making even the most hardened employee feel better. It is important for that the KSF framework is well implemented so that it can allow for changes in the way work is done as well as ensuring that employees do not feel mistreated. The KSF guideline thus is an important framework when it comes to performance appraisal, this is because the guideline is very standard and discusses various relationships that the employee and the management of the organization will encounter on the way. The Wellton NHS Trust need to come up with new mechanisms on how they will implement the framework. There should also be clear communication between the management and the employee, this will enable him keep track of his personal development in terms of his career. The employees will be able to know their weaknesses and improve in future to increase their compensation for good work. Thus, the program should continue and improved in the coming year. References Abdolmohammadi, M., Read, W. Scarbrough, D., 2003. Does Selection-Socialization Help to Explain Accountants Weal Ethical Reasoning?. Journal of Business Ethics, Volume 42, pp. 71-81. Caramella, S., 2016. What is Corporate Social Responsibility?. [Online] Available at: https://www.businessnewsdaily.com/4679-corporate-social-responsibility.html [Accessed 24 November 2016]. Cascio, W. Wynn, P., 2004. Managing a downsizing process. Human Resource Management, 43(4), pp. 425-436. Compton, R., Morrissey, W. Nankervis, A., 2014. Effective recruitment and selection practices. 5th ed. Sydney.: CCH Australia. Daley, D. M., 2010. Strategic Human Resource Management: People and Performance Management in the Public Sector. In: New York: Pearson, pp. 45-98. Davis, P., Frolova, Y. Callahan, W., 2016. Workplace diversity management in Australia. Equality, Diversity and Inclusion: An International Journal, 35(2), pp. 81-98. Evans, J. Dean, J., 2011. Total quality: management, organization, and strategy. 2 ed. Cincinnati: South-Western College Pub,. Jain, S. Jain, R., 2014. Employee reactions to performance appraisal system in Indian banks. Indian Journal of Industrial Relations, 49(4), p. 576. Luo, Y., 2005. Corporate governance and accountability in multinational enterprises: Concepts and agenda. Journal of International Management, 11(1), pp. 1-18. Oh, S. Lewis, G., 2009. Can Performance Appraisal Systems Inspire Intrinsically Motivated Employees?. Review of Public Personnel Administration, 29(2), pp. 158-167. Pesta, B., Kass, D. Dunegan, K., 2005. Image Theory and the Appraisal of Employee Performance: To Screen or Not to Screen?. Journal of Business and Psychology, 19(3), pp. 341-360. Roberts, G., 2003. Employee Performance Appraisal System Participation: A Technique That Works. Public Personnel Management, 32(1), pp. 89-98.

English 11B Semester Exam [Flashcards] 2017 Flashcard

English 11B Semester Exam [Flashcards] 2017

Understanding Typed Constants in Delphi

Understanding Typed Constants in Delphi When Delphi invokes an event handler, the old values of local variables are wiped out. What if we want to keep track of how many times a button has been clicked? We could have the values persist by using a unit-level variable, but it is generally a good idea to reserve unit-level variables only for sharing information. What we need are usually called static variables or typed constants in Delphi. Variable or Constant Typed constants can be compared to initialized variables-variables whose values are defined on entry to their block (usually event handler). Such a variable is initialized only when the program starts running. After that, the value of a typed constant persists between successive calls to their procedures. Using typed constants is a very clean way of implementing automatically initialized variables. To implement these variables without typed constants, well need to create an initialization section that sets the value of each initialized variable. Variable Typed Constants Although we declare typed constants in the const section of a procedure, it is important to remember that they are not constants. At any point in your application, if you have access to the identifier for a typed constant youll be able to modify its value. To see typed constants at work, put a button on a blank form, and assign the following code to the OnClick event handler: procedure TForm1.Button1Click(Sender: TObject) ; const   Ã‚   clicks : Integer 1; //not a true constant begin    Form1.Caption : IntToStr(clicks) ;    clicks : clicks 1; end; Notice that every time you click on the button, forms caption increments steadily.Now try the following code: procedure TForm1.Button1Click(Sender: TObject) ; var   Ã‚   clicks : Integer; begin    Form1.Caption : IntToStr(clicks) ;    clicks : clicks 1; end; We are now using an uninitialized variable for the clicks counter. Notice that weird value in the forms caption after you click on the button. Constant Typed Constants You have to agree that idea of modifiable constants sounds a bit strange. In 32 bit versions of Delphi Borland decided to discourage their use, but support them for Delphi 1 legacy code. We can enable or disable Assignable typed constants on the Compiler page of the Project Options dialog box. If youve disabled Assignable typed constants for a given project, when you attempt to compile previous code Delphi will give you Left side cannot be assigned to error upon compilation. You can, however, create assignable typed constant by declaring: {$J} const clicks : Integer 1; {$J-} Therefore, the first example code looks like: procedure TForm1.Button1Click(Sender: TObject) ; const {$J}   Ã‚   clicks : Integer 1; //not a true constant {$J-} begin    Form1.Caption : IntToStr(clicks) ;    clicks : clicks 1; end; Conclusion Its up to you to decide whether you want typed constants to be assignable or not. The important thing here is that besides ideal for counters, typed constants are ideal for making components alternately visible or invisible, or we can use them for switching between any Boolean properties. Typed constants can also be used inside TTimers event handler to keep track of how many times even has been triggered.

Congruence Model on Palm Inc Assignment Example | Topics and Well Written Essays - 500 words

Congruence Model on Palm Inc - Assignment Example The marketing infrastructure is more responsive to Apple’s iPod and Blackberry products.   Palm is going up against some pretty fierce competition. The two major players are Research In Motion (RIMM) and Apple, Inc. (AAPL). To simplify the landscape, let’s say that RIMM’s BlackBerry products dominate the corporate market and Apple’s iPhone line dominate the â€Å"cool† or consumer market.   Smartphone Pre was positioned to be more of a consumer device like the iPhone rather than the corporate space. Although the Palm Pre is a great product the problem is that so is the iPhone. Apple marketing machine, the ecosystem of Apple products and iPhone integrate seamlessly. The iTunes and App Store allow the simplest and most robust media distribution to the iPhone. The result is not a good head to head matchup for the Palm Pre.   Comparing Palm as a company to Apple is not even close. Apple has multiple, fantastic product lines that are thriving and feeding each other (halo effect), where Palm has a single (for the most part) product that is going against the enormous challenging competition.   The Environment variable that has an impact on the organization is two competitive products in the market iPod and BlackBerry.

Discussion Board 8-3 Assignment Example | Topics and Well Written Essays - 250 words

Discussion Board 8-3 - Assignment Example They include but not limited to Person centered therapy, solution focused therapy, family system therapy, Reality therapy, narrative and feminist. These approaches to psychotherapies used in client treatment in the 21st century have been motivated by similar therapeutic goals, which revolve around symptom reduction, crisis stabilization, stabilization, and self-exploration. There is great benefit in learning more than one approach to psychotherapy. This is because the 21st century to has brought into play some new rather specific changes that continue to affect clients in different ways. We all reside in the same world but each individual seems to make different sense of what he/she see and experience (Murdock, 2013). With practitioners equipped with various counseling techniques and skills learned from different approaches to psychotherapy and counseling, they are often well placed to construct meaning from the lives of their clients more effectively during sessions unlike in cases where the therapist specializes in only one approach to therapy. In other words learning different approaches to psychotherapy and counseling boost the therapist understand different factors that affect clients lives ranging from clients interior psychological processes, behavioral and biological factors, societal and professional influences as well as cultural and communit y factors. All these challenges and views of the client’s life cannot be learned and understood using a single approach to counseling and psychotherapy, which only utilizes specify techniques, which may overlook certain needs of the

Business strategy Essay Example | Topics and Well Written Essays - 3000 words

Business strategy - Essay Example Globalisation has led to the creation of a situation where firms are desperately trying to generate a distinction for their products and services. The present study would analyse the business strategies of Google in the wake of the turbulence in the markets. The internet search engine industry has an oligopolistic market structure with only three major players namely Google, Yahoo and Microsoft having a majority market stake (Fabos, 2005, p.189-192). The value of this attractive industry segment has been pegged at 16.6 billion US dollars as of 2010 in the North American market alone (SEMPO, 2010, p.1) Task 1 Strategic formulation Vision Corporate vision statement largely displays the direction of a company that it seeks to intent for achieving its set of objectives. The vision statement largely defines the possible future strategies of the organization. A good vision statement not only helps shareholders and customers but also seeks to induce a motivating effect on the employees of t he organization (Fitzroy & Herbert, 2009, p.157). Google’s vision statement is reflected as a ten point strategic framework named as ten things. The ten point vision framework largely includes ensuring simplicity, innovation and ethics (Google-a, n.d.). Core competencies The core competency of Google is based on the aspect of the simplistic yet innovative nature of the product offering of the organization. Google core competencies lie in its ability to produce diverse product with large scale innovations that delights the users by the simple yet effective performance. The core competence of Google also comes from its unique search engine algorithm that has made it the most popular search engine of the web (Sugano, Goncalves & Figueira, 2009, p.57). Mission Statement The mission statement is a single and short statement that describes the purpose of existence of an organization (Kaplan, Norton & Barrows, 2008, p.3-4). The mission statement of Google is stated as follows: †Å"Google’s mission is to organize the world’s information and make it universally accessible and useful† (Google, n.d.). Stakeholder Analysis Google is a public company which has its shares listed on the bourses of the NASDAQ stock exchange. The stakeholders of Google include suppliers, government, trade associations, employees as well as the employee unions. The company aims to ensure the continuous welfare of the shareholders and ensures a good return on their investments (Morrow, 2008). Environmental and Organizational Audit PESTEL PESTEL is a tool that can be used to analyse the external environment of an organization. PESTEL is an acronym that stands for Political, Economic, Sociological, Technological, Legal and Environmental factors (Johnson, Scholes & Whittington, 2008, p.65). Political Political factors largely include government polices and legislations. Google is based in USA but it also has operations and business units spread around the globe. Google is being continuously affected by legislations related to censorship of its contents and

Resource Based View in Business Management

Resource Based View in Business Management Introduction The resource-based view is defined as a business management tool utilized to know the strategic resources available to firm. The basic principle of the resource based value is that the basis for a competitive advantage of a company lies primarily in the application of the group of valuable resources at the firms disposal. In order to change a short-run competitive advantage into a maintained competitive advantage requires that these resources are heterogeneous in nature and not perfectly mobile. In other words, this will change into valuable resources that either perfectly imitable or substitutable without great effort. If these conditions are remained, the companys group of resources can help the firm sustaining above average returns. The recent dominant view of corporate strategy resource-based theory or resource-based view (RBV) of company is based on the theory of economic rent and the view of the company as a collection of capabilities. This view of strategy has a coherence and integrative role that puts it well ahead of other mechanisms of strategic decision making. The olden strategy models such as Michael Porters five forces model concentrates on the firms external competitive environment. Most of them do not try to look inside the firm. Instead, the resource-based perspective shows the need for a fit among the external market context in which a firm works and its internal capabilities. In contrast to the Input / Output Model (I/O model), the resource-based view is grounded in the perspective that a companys internal environment, in terms of its resources and capabilities, is more crucial to the determination of strategic action compared to the external environment. The resource based view suggest that a companys rare resources and capabilities give the basis for a strategy instead of concentrating on the accumulation of resources necessary to implement the strategy dictated by conditions and constraints in the external environment (I/O model). The business strategy chosen should enable the company to best use its core competencies relative to chances in the external environment. The resource-based view of the firm might be useful to the field of strategic management. The big benefit of this theory was it motivated a dialogue between scholars from a lot of perspectives, which they described as good conversation. From then onwards, the strengths and weaknesses of the resource based view have been vigorously argued in strategic management and other management disciplines. There are lesser discussions regarding the resource based view done in the field of information systems. The resource based view is used in the information system field on a few occasions, yet there is no effort up to date to comprehensive evaluates their weaknesses and strengths. The resource-based view also stands that companies possess resources, a subset which allows them to reach competitive advantage and later on giving them long term superior performance. Many studies of performance from company using the resource based view have found differences within the industries. This recommends that the effects of individual, firm-specific resources on performance can be crucial. Valuable and rare resources and whose benefits can be sorted by the owning (or controlling) company giving it with a temporary competitive advantage. That strength can be maintained over longer time periods to the extent that the company can protect against resource imitation, transfer, or substitution. In other words, empirical studies using the theory have strongly supported the resource-based view. One of the key challenges of resource based view related is to understand the meaning of resource. Many people are interested in the resource based view and utilized a few different concepts to speak about a companys resources. This includes assets, stocks, competencies and skills. Such proliferation of terms is a problem for research utilizing resource based view because it is usually not clear what the researchers mean by key terminology. To make things simple, it is better to clarify the terms in a relevant way. Together, assets and capabilities define the set of resources available to the firm. Assets mean anything intangible or tangible that the firm can utilize for producing and creating in its process to a market. Assets can be taken as a input or output of a process. It can also be tangible and intangible. In other words, capabilities change inputs into outputs of greater worth. Capabilities includes processes and skills. Since years ago, there are big collections of contributions in the areas of strategic management and economics which find to change the term of resource based view or utilize it as a framework to solve empirical questions. Meanwhile, the basic propositions of resource based view have increased explained. In summary, the initial contribution of the RBV of the company to date has been as a concept of competitive advantage. The start is with an assumption which the wanted outcome of managerial effort within the company is sustainable competitive advantage. Achieving such a level enables the company to earn economic rents instead. This also concentrates on how the company achieve and maintain advantages. The resource based view argues that the answer to such question stays in the possession of important resources which have certain characteristics like barriers to duplication and value. A SCA can be achieved if the company effectively uses the resources in its product markets. Resource b ased view focuses the strategic choice, charging the companys management with the crucial tasks of developing, identifying and utilizing important resources to maximize returns. The resource based view will be discussed later in the following paragraphs and also followed by a conclusion. Article 1 Corporate Social Responsibility: A Resource-Based View of the Firm Mehdi Taghian, Deakin University This section reviews the application of the corporate social responsibility (CSR) as an intangible dynamic resource, its application in the formulation of marketing strategies and its association with business performance, using the theoretical framework of resource-based view of the firm (RBV). CSR focuses on what is termed the triple bottom line people, planet, profit (Capaldi, 2005). Supporters of CSR believe that it is compatible with the traditional goals of a business and in fact can enhance a business. These supporters assert that CSR must become an integral part of the wealth creation process. Therefore, if CSR is managed properly, it should enhance business competitiveness and maximize wealth creation value to society. Also, when the economy is facing challenging times like now, there is greater not lesser need to practice CSR. The benefits of CSR will be discussed in detail in subsequent paragraphs. CSR initiatives can be in many forms, depending on the company. Some focus solely on environmental issues but there is a move towards community-based development projects (Tench et al, 2007). These projects perform a variety of functions for people in rural areas such as providing education for children and equipping adults with job skills. Other CSR initiatives occur in the form of providing healthcare and awareness of diseases such as AIDS and malaria. Based on these companies annual reports and other publications, such initiatives seem to be successful (Vernon and Mackenzie, 2008). Therefore, companies are encouraged to embrace CSR to fulfil their roles as good corporate citizens. Even though governments have not enacted legislature compelling businesses to embrace CSR, the accounting fraternity has taken the lead by instituting accounting standards and guidelines that compel MNCs to adopt some aspects of CSR. The guidelines are on environmental and sustainable reporting and demonstrate how acting green can be incorporated into a companys accounting system (ODwyer, 2003). Some of the more notable guidelines and standards promoting CSR are AccountAbilitys AA1000 standard, Social Accountability Internationals SA8000 standard, ISO14000 Environmental Management Standard and Global Reporting Initiatives Sustainable Reporting Guidelines. These standards and others have increased the awareness among accountants for the need for good CSR and sustainable reporting. Stakeholder Theory The stakeholder theory considers the impact of expectations of the different stakeholder groups to determine CSR. This is expressed by Drucker in his views on business ethics in that management is ultimately responsible to itself and society at large. These sentiments were re-echoed later by Freeman (1984, cited in Enquist et al, 2006) who said it was not just a matter of social responsibility or business ethics, but ultimately the very survival of the company hinges on it. Stakeholders are groups from whom the organization has voluntarily accepted benefits, and to whom the organization has therefore incurred obligations of fairness (Galbreath, 2009). A firms traditional stakeholders are its shareholders, employees, creditors, customers and the government. However, the scope has been expanded in recent years to include non-governmental organizations and the community as a whole. CSR is utilized as a management tool for managing the information needs of the various powerful stakeholder groups and managers use CSR to manage or influence the most powerful stakeholders in order to gain their support which is vital for survival (Freeman et al, 200, cited in Gyves and OHiggins, 2008). The key issue here is identifying the concerns of the various stakeholder groups which are often different, and how to satisfy them. Hence, the corporation is driven to act in a more ethical manner to avoid antagonizing powerful stakeholders. Scholars have cited five major strategic responses to institutional pressure for CSR, which range from the timid to the hostile. The first strategy is to acquiesce, which is to accept CSR values, norms and rules for the organization. The second approach is to compromise by partially conforming to CSR requirements while modifying it to suit organizational needs. The third strategy is to avoid or resist all CSR initiatives while the fourth method is a more active form of resistance to CSR initiatives through outright defiance. The final approach is by manipulation, which is by attempting to change global CSR standards. As can be expected, the last approach can only be employed by the largest and most powerful corporations. Furthermore, a CSR strategy can be considered as a core intangible dynamic resource within the resource-based view of the firm (RVB). It can provide a general framework for decisions regarding the design and adoption of other organisational resources that collectively characterise their marketing approach and direction. Article 2 The resource-based view of the firm: Ten years after 1991.(Technical) Ten years ago, Jay Barney edited a special forum in this journal on the Resource-Based View of the Firm (Barney, 1991). In his article in the special issue, Barney argued that sustained competitive advantage derives from the resources and capabilities a firm controls that are valuable, rare, imperfectly imitable, and not substitutable. These resources and capabilities can be viewed as bundles of tangible and intangible assets, including a firms management skills, its organizational processes and routines, and the information and knowledge it controls. In the intervening decade, the diffusion of the resource-based view (RBV) in strategic management and related disciplines has been both dramatic and controversial and has involved considerable theoretical development and empirical testing. As such, it seemed timely to organize a new special issue that attempts to assess the past contributions of the RBV as well as presenting forward-looking extensions. Barneys 1991 article was positioned relative to the structure-conduct-performance (SCP) paradigm in economics. Revisiting this article, Barney (2001a) discusses the implications of linking the RBV to the neoclassical microeconomics and evolutionary economics literatures. Situating the RBV in relation to neoclassical microeconomics would have helped address issues concerning whether or not equilibrium analysis can be applied in resource-based analyses, whether the RBV is tautological, and identification of attributes of resources and capabilities that lead them to be inelastic in supply. Positioning the RBV against evolutionary economics would have helped develop arguments concerning how routines and capabilities change over time. Barney points out that all three perspectives have been developed over the last decade and provide a body of related yet distinct resource-based theoretical tools that can be applied in different ways in different contexts. Mahoney (2001) revisits Conners (1991) paper to provide an alternative perspective on the similarities and distinctions between RBV and transaction cost economics (TCE), questioning Conners argument that the fundamental difference is that the former focuses on the deployment and combination of specific inputs while the latter focuses on the avoidance of opportunism. Mahoney argues that to continue to develop the RBV with the assumption of no opportunism ignores key issues. With opportunism, the presence of the firm facilitates superior knowledge transplantation relative to the market because of superior coding, better control of opportunistic behavior due to the authority relationship and superior information. RBV and TCE are viewed as complementary because the former is a theory of firm rents whereas the latter is a theory of the existence of the firm. The set of market frictions that explain sustainable firm-level rents would be sufficient market frictions to explain the existence of the firm. The problem of opportunism, however, has also been closely associated with recent literature on corporate restructuring, to which we return below. Revisiting their managerial rents model, Castanias and Helfat (2001) present an expanded classification of managerial resources and explain how it relates to (1) other classifications of managerial abilities such as those dealing with leadership qualities or functional area experience and (2) the fundamental resource-based characteristics of scarcity, immobility, and inimitability. The implications of this model for firm performance, appropriability of rents from managerial resources, and incentives for managers to generate rents are then analyzed. The authors argue that managerial resources, which cannot be imitated quickly or which may have imperfect substitutes, do not by definition generate rents, especially if effort and motivation are lacking or misdirected. They also suggest that the nature of managerial resources may need to change with the life-cycle of the firm and the industry for rents to be generated. Article 3 Out of the many theories of organizational behavior, one aligns itself well with the human capital view of people within an organization. This theory, called the Resource Based View (RBV), suggests that the method in which resources are applied within a firm can create a competitive advantage (Barney, 1991; Mata, Fuerst, Barney, 1995; Peteraf, 1993; Wernerfert, 1984). The resource based view of firms is based on two main assumptions: resource diversity and resource immobility (Barney, 1991; Mata et al., 1995). According to Mata et al. (1995), these assumptions are defined as: Resource diversity (also called resource heterogeneity) pertains to whether a firm owns a resource or capability that is also owned by numerous other competing firms, then that resource cannot provide a competitive advantage. As an example of resource diversity, consider the following: a firm is trying to decide whether to implement a new IT product. This new product might provide a competitive advantage to the firm if no other competitors have the same functionality. If competing firms have similar functionality, then this new IT product doesnt pass the resource diversity test and therefore doesnt provide a competitive advantage. Resource immobility refers to a resource that is difficult to obtain by competitors because the cost of developing, acquiring or using that resource is too high. As an example of resource immobility, consider the following: a firm is trying to decide whether they should buy an off-the-shelf inventory control system or have one built specifically for their needs. If they buy an off-the-shelf system, they will have no competitive advantage over others in the market because their competition can implement the same system. If they pay for a customized solution that provides specific functionality that only they implement, then they will have a competitive advantage, assuming the same functionality isnt available in other products. These two assumptions can be used to determine whether an organization is able to create a sustainable competitive advantage by providing a framework for determining whether a process or technology provides a real advantage over the marketplace. The resource based view of the firm suggests that an organizations human capital management practices can contribute significantly to sustaining competitive advantage by creating specific knowledge, skills and culture within the firm that are difficult to imitate (Afiouni, 2007; Mata et al., 1995). In other words, by creating resource diversity (increasing knowledge and skills) and/or resource immobility (a culture that people want to work in), sustainable competitive advantage can be created and maintained. In order to create human capital resource diversity and immobility, an organization must have adequate human capital management practices, organizational processes, knowledge management practices and systems, educational opportunity (both formal and informal) and social interaction (i.e., community building) practices in place Conclusion Based on the empirical writings stated above RBV provides us the understanding that certain unique existing resources will result in superior performance and ultimately build a competitive advantage. Sustainability of such advantage will be determined by the ability of competitors to imitate such resources. However, the existing resources of a firm may not be adequate to facilitate the future market requirement due to volatility of the contemporary markets. There is a vital need to modify and develop resources in order to encounter the future market competition. An organisation should exploit existing business opportunities using the present resources while generating and developing a new set of resources to sustain its competitiveness in the future market environments, hence an organisation should be engaged in resource management and resource development. Their writings explain that in order to sustain the competitive advantage, its crucial to develop resources that will strengthen their ability to continue the superior performance. Any industry or market reflects high uncertainty and in order to survive and stay ahead of competition new resources becomes highly necessary. Morgan agrees stating that, need to update resources is a major management task since all business environments reflect highly unpredictable market and environmental conditions. The existing winning edge needed to be developed since various market dynamics may make existing value creating resources obsolete.

Working-Class Writer Essay -- Authors

David Herbert, D.H., Lawrence published his third novel, Sons and Lovers, in 1913. The story follows the Morel family. They live in â€Å"The Bottoms†, a small mining community in England, built over the remnants of â€Å"Hell Row†. The Morel family is unhappy, because of the relationship between Walter, the father, and Gertrude, the mother. Walter drinks too much, does little to provide Gertrude with emotional satisfaction, while Gertrude feels superior, and is unhappy with the family’s social status. Searching for emotional satisfaction, Gertrude turns to her children for comfort. At first, her affection focusses on the eldest son, William, but after he become ill and dies, Gertrude shifts her attention to Paul, the youngest son. There are many parallels between the novel and Lawrence’s own personal life. Similar to the Morel’s, the Lawrence’s family lived in a working-class community in Nottinghamshire, England. Lawrence’s father, Arthur, worked in a mine, and was a drinker. Lawrence’s older brother, Ernest, passed away early in life, causing Lawrence to become the focus of Lydia’s affection. Similar with Paul and Miriam Leivers, Lawrence had an early relationship with Jessie Chambers, of whom his mother did not approve. Like Paul’s relationship with Clara Dawes, Lawrence engaged in an affair with Alice Dax, a married woman with a family. Sons and Lovers is a semi-autobiographical novel in which Lawrence draws from his own personal relationships with his parents, his childhood sweetheart, and adult lover as the basis for his fictional characters, which he ultimately uses to build the foundation for his philosophical ideas regarding industrialism and love. In the story, Walter represents the embodiment of Lawrence’s issues ... ...d Walter Morel after his father, Arthur, and Gertrude Morel on his mother, Lydia. Furthermore, Lawrence represents himself in the protagonist, Paul Morel, the son of Walter and Gertrude Morel. Works Cited Becket, Fiona. D.H. Lawrence. London and New York: Routledge, 2002. 7-8. Print. Burgess, Anthony. Flame Into Being The Life and Work of D.H. Lawrence. New York: Arbor House, 1985. 57. Print. Bergquist, Carolyn. "Lawrence's Sons And Lovers." Explicator 53.3 (1995): 167-170. Academic Search Premier. Web. 9 May 2012. Kearney, Martin. Major Short Stories of D.H. Lawrence A Handbook. New York and London: Garland Publishing, Inc., 1998. 97. Print. Maddox, Brenda. D.H. Lawrence The Story of a Marriage. New York: Simon & Schuster, 1994. 63, 78, 93. Print. Worthen, John. D.H. Lawrence The Life of an Outsider. New York: Counterpoint, 2005. 30, 83. Print.